THE 2019

ANNUAL
SURVEY OF
THE CANADIAN
SUPPLY CHAIN
PROFESSIONAL

SUPPLY
PROFESSIONAL

SUPPLYPRO.CA 13
BY MICHAEL POWER

ON THE
RISE
THE PAST YEAR SAW A
HEALTHY JUMP IN AVERAGE
F FACT

76%
The total number
of 2019 survey
respondents who say
SALARIES, ACCORDING TO the supply chain role
in their organization
THE 2019 ANNUAL SURVEY OF has increased in
influence with senior
THE CANADIAN SUPPLY CHAIN management

PROFESSIONAL

Salary by region

$101,735 $92,047
British Columbia $103,376 Saskatchewan
Manitoba/
Alberta
$94,978 $82,317
$95,568 Quebec Atlantic
Ontario Canada*

14 OCTOBER 2019 SUPPLY PROFESSIONAL

 YOU SAID

A lot more employers are

Good news overall for Canadian supply chain
professionals: it appears that average salaries in
now asking for supply chain In 2018, female supply chain professionals
reported that they earned about $12,000 less per
the field have seen a rise in 2019. Not only that,
but every region of the country has gotten an
training or if an individual year than males. This year, men said they earned
$100,605 while women took home $91,429 for a
increase in the average salary since the previous
year—with British Columbia receiving the
is enrolled in a designation gap of $9,176 or 9 per cent.

largest jump.
These are a few of the highlights from
the 2019 Annual Survey of the Canadian
Supply Chain Professional. Each year, Supply
Professional magazine surveys readers
about work-related topics including salary,
job satisfaction, employment situation and
organizational influence, along with challenges
and trends in the field. This year, we’ve
partnered with Supply Chain Canada for a more
comprehensive look at the state of the field.
A REGIONAL LOOK
Overall, the Canadian supply chain professionals
we surveyed reported an average salary of
$97,183. That’s an overall increase of 8.8
per cent over last year’s reported average of
$89,334. British Columbia’s average salary rose
from $89,063 in 2018 to $101,735 this year—
an increase of 14 per cent. Alberta also saw a
sizable jump from $93,694 to $103,376 for a 10-
per cent increase. Quebec saw the average salary
increase from $83,581 to $94,978 (a 13-per cent
jump) and Atlantic Canada went from $74,973
to $82,317 for a 9-per cent increase. Ontario
went from $91,991 in 2018 to $95,568 this year,
while Manitoba/Saskatchewan jumped from
$89,560 to $92,047.
Among respondents, 41 per cent reported
they had received a salary increase of 2 per cent
or less, while 33 per cent had received a 2.1 to
program/or has their
designation.
salary boost of 4.1 to 6 per cent. Nine per cent
was also the amount of respondents receiving
a 6.1 to 10 per cent increase and 7 per cent got
a raise of 10.1 per cent or more, up from 5 per
cent last year. Sixty-four per cent anticipated a
raise next year.
GENDER GAP
The gap between the reported earnings of male
and female respondents closed slightly this year.
Since Supply Professional began performing the
survey, a consistent result has been that women
report making less than their male counterparts.
Mean Salary by Gender
n=589
SALARY BY POSITION
As is the case each year, a person’s position
within an organization affects their salary. Not
surprisingly, those at the executive level have the
most earning power. Supply chain professionals
at the executive level had an average salary
of $140,715, up from last year’s reported
average of $119,770. Next up is managerial
professionals, who earn $108,537. Consultants
took home an average of $104,664, a 22-per cent
increase over the $80,697 they reported in 2018.
Those in “strategic” positions earned
$100,813, while the engineering/professional
category had an average salary of $91,913.
Supervisors reported that they earned $97,052
while analysts earned $82,460. The “operations/
tactical” category earned $81,613, while
“clerical/administration” saw an average salary
of $73,478. The average salary for “other”
positions was $98,313.
AGE MATTERS
A respondent’s age also affects how much they
earn, with the younger the respondent the lower
the salary. Those under 26 earned the least, at
$41,520 (although the sample size was small,
under 30). Respondents 26 to 35 years old
earned $75,836 while those 36 to 45 took home
$96,670. Those 46 to 55 had an average salary of
$99,221 and 56-to-65 year olds earned $110,302.
Another factor affecting earning potential

F
4 per cent increase. Another 9 per cent gotten a

$100,605 $91,429

Mean Salary by Type of Position

n=589

BASE: All respondents 2019
Executive $140,715
Managerial $108,537
Consultant $104,664
FACT
Strategic
Engineering/professional
$100,813
$91,913 66%
Supervisor $97,052
The number of survey
Analyst $82,460
Operations/tactical $81,613 respondents whose
Clerical/administration $73,478 base salary increased
Other positions $98,313
in the past year.

SUPPLYPRO.CA 15
 $110,302
$96,670 $119,000
$99,221
$75,836
$41,520*
Under 26* 26 to 35 36 to 45 46 to 55 56 to 65 over 65*
*small sample size (<30) in 2019
YOU SAID
Driving transformation to move from tactical cost savings to become a strategic
business partner providing the organization with competitive advantage is key.
is education, with a higher education level
generally translating into higher earnings. Also,
every age range with an adequate sample size
saw their earnings increase this year. Those
with a trade/technical diploma earned $87,273,
up from last year’s $76,410. A college diploma
meant an average salary of $94,961, while
those with a bachelor’s degree saw a salary
of $96,821. At $108,811, those with an MBA
degree took home the most. Supply chain
professionals with a university degree of any
kind had an average salary of $98,183.
SIZE MATTERS
The type of organization a respondent works
at, along with its revenue and the number of
employees, also affects how much supply
chain professionals earn. Those working in
the oil and gas extraction field earned the most
this year, with an average salary of $121,270.
Those in the natural resources sector took home
$108,693. The trade/wholesale sector earned
$98,011 while those in public administration
and manufacturing reported average salaries
of $94,461 and $94,165, respectively. Those
in the service industry earned $92,632 while
the construction sector saw an average salary
of $88,562. That’s followed by educational
services at $87,130.
Those in supply chain looking for higher
earnings would do well to join organizations
with higher revenue, according to the survey.
The highest earners in the field work for
companies with revenues greater than $1 billion,
with an average salary of $111,594. Supply
chain professionals employed at organizations
with revenues between $51 million and $1
16 OCTOBER 2019
Mean Salary by Company Revenue n=589
Up to $51 million to Greater than
$50 million $1 billion $1 billion
$ $$ $$$
$82,357 $102,038 $111,594
Mean Salary by Education Level
BASE: All respondents 2019
High school or less $91,963
Trade/technical diploma $87,273
College diploma/CEGEP $94,961
Some university $98,099
University Bachelor’s degree $96,821
MBA $108,811
Other Masters *$89,791
PhD *n/a
Univ. Degree/MBA/Masters/ $98,142
PhD (Net)
*small sample size (<30) in 2019
Mean Salary by Type
of Organization
BASE: All respondents 2019
Natural Resources (Net) $108,693
Service (Net) $92,632
Trade/Wholesale (Net) $98,011
Manufacturing $94,165
Public administration $94,461
Educational services $87,130
Utilities $101,154
Oil and gas extraction $121,270
Construction $88,562
billion earned $102,038 while those working at earners worked at organizations with 500 or
organizations with revenues up to $50 million more employees. Companies with 100 to 499
took home an average salary of $82,357. employees paid their supply chain professionals
The same pattern shows up regarding the an average of $93,736, while the average salary
number of people on a company’s staff. With for those employed by companies with one to 99
an average salary of $101,198, the highest employees was $85,950.
SUPPLY PROFESSIONAL
F
FACT

90%
The number of survey
respondents who are Supply
1 to 99
$85,950
100 to 499
$93,736
500 or more
$101,198
YOU SAID

Supply Chain professionals are

required to be at a higher level
than ever before in terms of
negotiations, collaboration,
influence, strategy and
Chain Canada members that marketing.
report being satisfied with Mean Salary by Number of
their overall job. Company Employees n=589

THE TYPICAL RESPONDENT
This year, the average respondent is 45.8 years
old—slightly younger compared to last year’s
average age of 49.7—and works an average
of 42 hours a week. They have 18 years of
experience in supply chain and 8.4 years at their
current companies. They have also been in their
job an average of 5.8 years.
When it comes to job functions (respondents
checked all that applied) 90 per cent said they
worked in purchasing/procurement while 72
per cent said supply chain management. A total
of 69 responded with vendor management,
while 69 said strategic sourcing. Overall, 39 per
cent work management positions, 32 per cent
have a strategic position and 26 per cent are in
operations/tactical. They each supervised five
people. Fifty-six per cent of respondents were
male, while 41 per cent were female.
Respondents also personally placed an
estimated annual sourcing volume of $29
million, while their departments placed $69
million. Their departments’ average supply
chain budget this year was $80 million.
SATISFACTION RATES
The overall higher salaries this year appear to
come with an overall high satisfaction level
from respondents. A total of 90 per cent of
respondents said they were very or somewhat
satisfied with their jobs overall. Within that
percentage, 33 per cent said they were very
satisfied, while 57 per cent answered that they

Q.10 to Q.12 Years of experience...

F

BASE: All respondents 2019 2109 2019
Total Supply Chain Canada Non-Supply
Chain Canada
n=456 n=456 n=57
Mean Mean Mean

In supply chain 17.9 18.1 20.1

At your current company 8.4 8.3 11.9
In your current job 5.8 5.6 8.6

Q.14 Has influence at the C-level

FACT

BASE: All respondents 2019
Total
2109 2019
Supply Chain Canada Non-Supply $108,693



n=611 n=456 n=57
% % %
Chain Canada
The average salary for natural
resources workers, the
Yes, I am at the C-level 2 2 4 survey’s highest paid industry.
Yes, I have influence at the C-level 46 43 53
No, but I would like to have influence 29 30 19
No, I don’t need to have influence 20 22 19
Don’t know 3 3 4
NS/ REF 0 0 2

SUPPLYPRO.CA 17
 YOU SAID

The pace of change and

were somewhat satisfied. Another 8 per cent
were not very satisfied and only 3 per cent said
they were not at all satisfied.
Looking specifically at salary, 85 per cent
of respondents were very/somewhat satisfied
with their income. Among them, 27 per cent
said they were very satisfied and 58 per cent
were somewhat satisfied. Another 15 per cent
reported being not very/not at all satisfied with
their salaries. At the same time, 65 per cent
agreed that their compensation level has kept up
with their job responsibilities. Only 9 per cent
strongly disagreed.
Along with their satisfaction regarding salary,
the survey asked whether respondents felt their
compensation level has kept up with their job
responsibilities. Overall, 65 per cent agreed they
had, with 20 per cent of those strongly agreeing.
Thirty-one per cent disagreed and 9 per cent
strongly disagreed.
Across several other areas, respondents
reported high levels of satisfaction with their
employment situation. For example, 92 per cent
adoption of SaaS products has
made it much easier for small
companies to start leaping
forward. However, a large
number of forwarders are not
making the leap and are still
stuck on decades old legacy
systems.
said they were very/somewhat satisfied with
their work/life balance, while 78 per cent said
the same about the support they received for
their career and professional development. As
well, 87 per cent were very/somewhat satisfied
with their benefits and 90 per cent were very/
somewhat satisfied with vacation time. A sense
of job security is also high, since 89 per cent
very/somewhat satisfied with how secure they
were in their position.
As with previous years, the survey asked
what the top supply chain issue respondents
anticipated facing over the next 12 months.
Cost control usually ranks as the top concern,
with this year no exception. Overall, 25 per
cent of respondents answered cost control as
the main issue, with staffing issues second at 8
per cent. Risk management, capacity shortages,
technology upgrades and reorganization each
garnered 6 per cent while lack of internal
support was the main issue for 5 per cent of
respondents.
Through reaching out to Supply Profession-
al readers and Supply Chain Canada members
across the country, we surveyed 611 supply
chain professionals. That provides a margin of
error of plus or minus 4 per cent, 19 times out of
20. The survey was fielded online from June 4 to
July 21, 2019. SP

Organization pays for...

BASE: All respondents 2019 2109 2019
Total Supply Chain Canada Non-Supply
Chain Canada
n=611 n=456 n=57
% % %
Education courses and other
continuing professional development 75 76 74
Membership in professional associations 74 78 60
Professional certification programs 62 65 56
None of these 15 13 21
NS/ REF 0 1 0

©123RF.COM/ SUMKINN
Gross base salary, that is, before taxes or other
deductions

BASE: All respondents 2019 2109 2019
Total Supply Chain Canada Non-Supply
Chain Canada

Mean Salary by Education Level

n=611 n=456 n=57
% % %
Less than $50,000 4 4 4
$50,000 to $59,999 7 6 7
$60,000 to $69,999 10 11 7
BASE: All respondents 2019
$70,000 to $79,999 12 13 14 Increased 58
$80,000 to $89,999 22 23 23 Decreased 5
$90,000 to $99,999 14 13 12 Remained the same 36
$100,000 to $119,999 9 10 9 NS/ REF 2
$120,000 to $139,999 6 6 5
$140,000 and higher n/a n/a n/a
Prefer not to say 16 14 19

18 OCTOBER 2019 SUPPLY PROFESSIONAL

BY MICHAEL POWER
TECHNOLOGY
ADOPTION
SURVEY SHEDS
LIGHT ON
CHALLENGES
OF USING NEW
TECHNOLOGY
Transformation has become a
common pursuit among supply
chains eager to adopt the latest
technologies to help their
organizations run smoother. Yet
the tsunami of new technologies
that are available can overwhelm
to most experienced supply chain
professionals. Organizations not
only face challenges choosing
among those technologies, but also
various hurdles in implementation.
With this in mind, Supply
Professional magazine asked about
technology implementation and
its challenges in our 2019 Annual
Survey of the Canadian Supply
Chain Professional. We surveyed
respondents about the use of
technology and digitization within
their organizations.
According to the results, eight
per cent of respondents said
they’re currently using artificial
intelligence, while 16 per cent said
they plan to use it within the next
12 months. Meanwhile, 74 per cent
have no plans to use it.
When asked about robotic
process automation (RPA), 13 per
cent of respondents said they are
currently using it, and another 11
per cent plan to do so in the next 12
months. As well, 75 per cent have
no plans to use it going forward.
When it comes to blockchain,
84 per cent have no plans to adopt
the technology, while 10 per cent
said they plan to do so in the next
12 months. A total of three per cent
are currently using it.
The internet of things (IoT) is
seeing a slightly higher number
who plan to use the technology in
the next 12 months, at 19 per cent.
Another 12 per cent are using IoT,
while 65 per cent have no plans
to do so. At 61 per cent, cloud-
based applications had the highest
number of respondents who said
they currently use it; 20 per cent
said they planned to use it in the
next 12 months, while 18 per cent
said they had no plans to do so.
THE POWER OF BUZZWORDS
But many organizations currently
using technologies like AI and
blockchain may not be aware
they’re doing so, says Jon Trask,
chief guru at Blockchain Guru.
Some of those functionalities are
embedded in software design
without users knowing it’s there
unless they researched the system’s
architecture, he says. Google, for
example, contains elements of AI.
“The Google search
functionality uses natural language
processing, and natural language
I just select the
technology that I put
in a platform that
I’m building. And if
blockchain was the
right technology, they
would get it and they
wouldn’t know what’s
in there
processing is a subset of artificial
intelligence,” Trask says.
Now that terms like
“blockchain” and “artificial
intelligence” have become
buzzwords with a certain marketing
hype attached to them, clients
frequently ask him how they can
get started using them in their
organizations, as well as asking
about the benefits, Trask says. “I’ve
never had to do that in the past—I
just select the technology that I put
in a platform that I’m building,” he
says. “And if blockchain was the
others, with Canada’s oil fields
having a global reputation for
right technology, they would get it
and they wouldn’t know what’s in
leadership in innovation. The
country also tends to be innovative
there.” from a supply chain perspective, he
notes.
ADOPTION CHALLENGES
The survey also asked about
In terms of advice for
technology adoption, focus on what
challenges organizations faced
when adopting technology, with
the system does rather than what
the technology is, Trask counsels.
23 per cent of respondents saying
a lack of strategic vision was
Rather than adopting blockchain
or AI, companies should look to
their biggest challenge. Having
no budget came in second, at 21
adopt a tool that solves a business
problem—evaluate the tool based
per cent while 15 per cent cited on how well it solves that problem
integration issues as their biggest rather than the nature of the
challenge. Talent shortage (9 per technology itself.
cent), a lack of user buy-in (also 9 “Companies tend to put a lot
per cent) and lack of time of pressure on internal employees
(8 per cent) were the next largest to make that evaluation,” Trask
hurdles. says. “But work with good advisors
He wasn’t surprised by the that can help you evaluate the
number of respondents saying landscape. Especially if your
they lack strategic vision company is demanding that you
surrounding technology adoption, go evaluate blockchain as opposed
Trask says. But it’s necessary to the merits of a blockchain
to define what strategic vision system.” SP
means. For example, government
organizations often have
large documents outlining the
system’s intent. But with other
organizations, practically any $1
million implementation will have
some type of paper or business
case outlining what it hopes to
accomplish. In many cases they
may not share that with manager-
or associate-level employees. “So,
the company has it,” he says. “The
question is, are they sharing that?”
While not the case across
the board, many Canadian
organizations are innovative, early
adopters of technology, Trask says.
Particular companies and industries
tend to be more innovative than
SUPPLYPRO.CA 19
BY MICHAEL POWER
A WHOLE
NEW WORLD
TRENDS IN THE WORLD OF
SUPPLY CHAIN EMPLOYMENT
Supply chain professionals face myriad
challenges in the contemporary employment
field. The evolving world of business means
they must learn new skills while altering and
improving their job-hunting techniques. At the
same time, organizations looking to hire must
ensure they are doing what’s needed to attract
and retain the right talent.
To look at these and other supply chain
employment trends, as well as to discuss
the results of Supply Professional’s 2019
Annual Survey of the Canadian Supply
Chain Professional, we spoke with several
procurement and supply chain experts. They
weighed in on the survey results, employment
trends and more.
The increase in the average supply chain
salary this year to $97,183 from last year’s
$89,334 was a good sign for the industry, says
Sean Naidu, business manager—procurement/
purchasing at Hays Recruiting Experts
Worldwide. Overall, the job market is busy
with plenty of opportunities across the board
in services and manufacturing, especially in
Ontario. At the same time, many organizations
are looking to reduce their number of
employees while increasing efficiency with the
staff they have, Naidu says.
20 OCTOBER 2019
Vacant positions are often at the buyer
or senior buyer level, with candidates more
able to jump from one industry to another for
novel experience and exposure. “Gaining more
exposure and confidence in working in different
industries is something that a lot of people
want to try to do versus just being in that one
industry for say, 10 years,” he says.
The importance of soft skills is also rising,
Naidu notes, with the traits of communication
and confidence increasingly important to hiring
managers. The ability to influence, collaborate
and work closely with stakeholders as well
as think strategically are all important. While
companies still need those with technical skills,
strategic ability is increasingly a factor when
making hiring decisions. “It’s almost a balance
of finding someone that has the transactional
and the strategic ability,” Naidu says.
The services area, and indirect procurement
services specifically, are seeing more hiring,
Naidu adds. Manufacturing and the public
sector are also hot right now. Whatever the
field, Naidu advises researching the company
before applying and be targeted in your
approach. As well, companies don’t want
candidates who apply to multiple business units
in one organization.
“Know what you want to achieve in your
career—what’s the path you really want to get
into,” Naidu says. “If you get the call from the
employer, are you able to sell your skill set as it
applies to the job?”
GENDER PAY GAP
Looking at this year’s salary survey, Neil Drew,
director at Winchesters, a recruitment firm,
highlighted the gap between salaries earned
by men and women. Men reported earning
$100,605 while women reported earning
$91,429—a gap of 9 per cent. While that’s a
smaller difference than 2018, it shouldn’t exist
at all. “It has closed, but it’s still a 9 per cent
difference, and it shouldn’t be,” Drew says.
“I’ve said it every year and I think we need to
continue to say it every year. Why?”
A larger emphasis on supporting the new
generation of female procurement and supply
chain professionals may help to maintain
the gains women have made in the field, he
suggests.
The survey results show salaries increasing
overall, and Drew notes he has seen the same
trend. Small- to medium-sized enterprises
(SMEs) are paying more and catching up
to larger organizations, likely driven by
SUPPLY PROFESSIONAL

competition for the best candidates. In fact,
the market is more candidate driven than it has
been since the financial crisis in 2008.
Some employers are starting to invest in
trying to hire the best talent, Drew says, which
has pushed salaries up this year. Companies
that have tried to hire staff at lower salary
levels haven’t seen the quality of candidates
they want, especially in the hyper-competitive
market in Toronto and its surrounding
municipalities. As well, more investment in
procurement and supply chain transformation
has meant a booming job market, and therefore,
competition for top talent, Drew adds.
“The first thing to do in a transformation
is hire,” Drew says. “We’ve always said that
in procurement and supply chain, we’ve been
a little behind some countries in Europe and
the US. We seem to be really attacking it now.
So, there seems to be in the couple of years
a big influx of hiring and that leaves gaps
elsewhere. Which means salaries have gone up
to compete.”
Regarding important skills in the field,
Drew stressed the advisory, consultative role of
procurement and supply chain to stakeholders,
vendors and clients—strong communications
skills will be necessary going forward.
“Systems are getting better, so
administrative, operational functions will
decrease,” Drew says. “Technology and process
implementation is big now, but once that’s
done, I think what will be left is an advisory
approach and giving stakeholders a service
to walk them through the process, versus just
ordering some stuff and letting them know
when it comes in.”
RISING SALARIES
It’s heartening to see salaries rise in the
survey over the previous year, says Sam
Manna, specialty recruiting partner in supply
chain and logistics, direct and indirect
procurement, operations and planning at
Horizon Recruitment. Practically every region
and province saw an increase in the average
salary, with the $9,682 jump in Alberta perhaps
due to recovery in the oil and gas sector. Also
encouraging were increases in Atlantic Canada
and Quebec, Manna says.
He agreed with others in the field that
the supply chain job market holds plenty of
Know what you want to
achieve in your career—
what’s the path you really
want to get into. If you get
the call from the employer,
are you able to sell your skill
set as it applies to the job?”
opportunity for candidates. Growth across most
sectors makes it a candidates’ market, with
organizations fighting to attract top talent. The
jump in average salaries for strategic positions
(consultants’ salaries jumped 22 per cent, for
example) indicated the value placed on such
positions and the importance of innovation.
Adapting to the times, thinking outside the
box and embracing new technologies and ideas
are characteristics supply chain professionals
should hone to be successful, Manna says.
“Those that are able to adapt are seeing it
reflected in their salary and in the demand for
candidates like themselves,” he says.
One trend Manna sees is the rise of the
cannabis industry and supply chain candidates
looking for employment there. It’s not so much
the product that attracts them, Manna notes, but
the opportunity to start on the ground floor of a
new industry.
“It’s also the challenges that go along with
that as well, from building a supply chain from
the bottom up, to putting in the contracts with
the manufacturers, the producers, and then
getting that out to market,” Manna notes. “It’s
a challenge in so many different ways, from
market penetration and from the industry, from
the regulations and dealing with the different
provincial guidelines as well.”
BIG BANG TO SUPERNOVA
Tim Moore, owner and president of Tim
Moore Associates, notes that it’s important
for companies to consider the attitudes and
behaviours of different generations when
searching for candidates, whether it’s the
Traditionalists (born before 1946), Boomers
(1946 to 1964), Generation X (1965 to 1976),
Millennials (1977 to 1997), or Generation Z
(1995 to 2005).
While members of demographic groups
spanning 20-plus years won’t all share the same
behaviours and attitudes, Moore encourages
companies to think openly and generationally
to evolve and accommodate all age groups.
Doing so helps employees of all generations
grow, motivates them to stay while allowing
employers to benefit from their unique skills
and perspectives.
Through new technology and innovation,
Moore sees the supply chain field expanding
so much and so rapidly that there is a looming
shortage of qualified candidates with the right
academic credentials. With disruptive trends
like AI, the Internet of Things, digital twins,
blockchain and other innovations, the field
will see a “big bang” of potential employment
opportunities rather than technology wiping out
jobs in the field.
“In reality it’s gone supernova with
expanded scope, far faster and further than we
ever thought,” Moore says.
With an aging workforce, supply chain
managers are retiring faster than they’re being
replaced and there’s not enough new supply
chain talent to fill the gap, Moore notes. By
some estimates, there are six roles to fill for
every new graduate with supply chain skills.
Now, he notes, supply chain practitioners need
skills that include geopolitical savvy, corporate
social responsibility, deep understanding of
logistics and disruptive technologies and so-
called soft skills like leadership, creativity,
communication and collaboration. Meanwhile,
business schools aren’t keeping up with the
demand for qualified teaching staff in the supply
chain field.
“The qualifications are expanding as well,”
Moore notes. “You’re getting fewer people
and the ones we have must expand their
qualifications for the job they’re doing now.”
With so many disruptive forces affecting
supply chain, it’s more important than ever that
practitioners hone their skills and stay abreast
of technology developments. However, it also
affords opportunities to grow professionally,
advance in the field and potentially earn more.
It’s a rewarding, if challenging, time for the
field. SP
SUPPLYPRO.CA 21